Performance-based Hiring · Two-Pass Filter · Beta Program

We just removed the lid
on Quality of Hire.

Any job posting. One minute. A complete performance-based job description with defined outcomes.

That's the breakthrough. For the first time, anyone can run a second screening filter — one that finds the high-potential candidates the traditional filter systematically eliminates. We're looking for hiring leaders to help us test it.

60sec
To generate a performance-based job description from any posting
82–96%
Of post-hire success untouched by traditional filters (Sackett 2022)
2×
Filters in parallel — a candidate only has to clear one
See How It Works Join the Beta See the new Performance-based resume filter in action
The process · Four steps

The bottleneck that held this back
no longer exists.

Building a performance screen used to require a subject matter expert, a hiring manager debrief, and significant time. The Work Analyzer eliminates that. Any recruiter can now screen on outcomes — for any role — before the first résumé arrives.

Step 01
Paste any job posting
Any existing posting, from any source. No internal data needed. The Work Analyzer reads the credential-based requirements and extracts what the role actually needs to accomplish.
60 seconds
Step 02
Work Analyzer generates the PBJD
3–4 measurable Key Performance Objectives — defined outcomes, not credential requirements. This is the standard the performance filter screens against. It takes under a minute.
Step 03
Compare résumé to the oval factors
The candidate's accomplishment record is evaluated against Ability, Fit, Motivation, and Adaptability signals — not credentials. Achiever pattern, trajectory, scope, and growth trend are all readable from a résumé.
Step 04
Two-pass determination
Traditional filter and performance filter run in parallel. Pass either one — earn an interview. Pass both — you're the priority candidate. The interview is where the real yes/no gets made.
Live Demo
See the new Performance-based resume filter in action →
What the performance filter reads

Two questions. Every résumé.
Answered in minutes.

Quality of Hire Oval — Ability, Fit, Motivation, Adaptability

The performance filter evaluates a candidate's résumé against all four factors in the oval — Ability, Fit, Motivation, and Adaptability — plus the outer ring signals: Achiever Pattern, Growth Trend, Trajectory, Progression, and Scope.

It answers two questions the traditional filter never asks:

Question 1
Is this person worth serious consideration
for this role?
Question 2
Does this role represent a worthy
career move for them?

Both questions have to be yes for an interview to be worth either party's time. The traditional filter asks neither.

The four outcomes

Where every candidate lands.

Run both filters and every candidate falls into one of four cells. The hidden gem cell is where the quality-of-hire breakthrough lives — candidates your current process is systematically eliminating.

A Better Way to Screen Candidates: The Two-Pass Filter — 2x2 matrix showing Strong Candidate, Credential Match Only, Hidden Gem, and High Confidence Not a Fit
Live Demo
See the new Performance-based resume filter in action →
Why this changes everything

Two errors. One fix.
One is invisible.

The traditional filter generates both error types. The two-pass filter structurally reduces both — and surfaces the candidates who were always available but never visible.

I
Type I Error — The Wrong Hire
The candidate cleared the credential bar. The interview felt right. Six months later the performance isn't there. Type I errors are visible — they show up in performance reviews, turnover data, and team friction. The credential-match-only cell in the 2×2 is where these candidates are hiding in plain sight.
II
Type II Error — The Missed Hire
The best candidate for the role never made it through the screen. You have no idea they existed. You hired the best person from an already-filtered pool and called it a good process. Type II errors are invisible — and far more costly. The single filter creates them by design. The performance filter eliminates them.
"82–96% of what determines whether a new hire succeeds or fails is completely untouched by the filters most organizations use to decide who gets an interview."
— Sackett et al., Journal of Applied Psychology, 2022
4%
Performance variance explained by personality assessments — the most widely used pre-interview screening tool
10%
Performance variance explained by GMA / cognitive ability tests, down from .51 to .31 in Sackett's revised meta-analysis
18%
Maximum explained by the single best available tool — a well-designed structured interview — which is where the real decision should be made
Beta Program · Limited Enrollment

Help us build the performance filter.

We're looking for talent acquisition leaders and hiring managers willing to test the two-pass filter on a real open role. You bring a position. We generate the PBJD in 60 seconds, run both screens, and show you what the performance filter finds that the traditional screen missed.

What the beta session delivers
30-minute working session — bring any open role
We generate KPOs from your job posting in under 60 seconds
Submit 2–3 real résumés — we run both filters on each
We show you every hidden gem the traditional screen eliminated
Your feedback directly shapes the final tool before public release
Full results delivered — yours to keep regardless of next steps
Request beta access

No cost. No obligation. We'll be in touch within 48 hours.

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✓
You're in the beta.

We'll reach out within 48 hours to schedule your working session. Bring a real open role — the messier the credential requirements, the better the demonstration.